The basis for a good job description is the Job Scorecard – the theoretical definition of an A Player. The Job Scorecard is not only the blueprint for your hiring process. The Job Scorecard serves as a continuous improvement tool during the ongoing learning process. In this series of episodes, we share our experiences and best practices, which we have gained during implementation projects.
Episode #2: Create the first role description … based on the evaluation categories defined in episode #1
Create your first role description and start with a template, such as “Young Startup CEO” or “Sales Representative” and fit it to your needs. Just change the order of the evaluation criteria, add further criteria or delete criteria that are not relevant. If none of the templates is suitable, create a new role description from scratch.
The first category of a Job Scorecard is “Living Our Core Values“. This category is not part of the role description. The core values are defined in the organization’s strategic plan and automcatically transferred into a Job Scorecard.
The upcoming categories “Key Responsibilities“, “Leadership and Expected Behavior“, and “Knowledge and Technical Skills” are based on a rating scale from 0 to 5. A target value of 4 or 5 can be entered during the creation of an evaluation criteria only. In addition, you can create conrete metrics (key performance indicators) and target values in the category “Expected Outcome (KPIs)“.
Once the creation of your first role description is completed, you can create a new position and evaluate candidates or you can start the development interviews with your employees.
- Episode #2: Create the first role description … based on the evaluation categories defined in episode #1